Organizational support and turnover intention in the Spanish IT consultancy sector: Role of organizational commitment

Suárez-Albanchez, Julio; Broncano, Santiago Gutiérrez; Estévez, Pedro Jiménez; Resino, Juan José Blázquez

doi:10.1080/23311886.2022.2051790

Cited by 18 publications

(12 citation statements)

References 74 publications

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“…Staff who are more devoted to a company are less prone to quit their job as they have an emotional connection to their company, indicated by the psychological bond the worker has to the company and their readiness to make sacrifices for it [3]; the organizational support perceived by employees and their organizational commitment are important factors [18]. Some studies further the hypothesis that job satisfaction anticipates organizational commitment [19].…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers?

Reig-Botella

Clemente

Detaille

et al. 2022

IJERPH

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Background: The purpose of this research was to analyze which personal and organizational factors are related to organizational commitment and job satisfaction of shipyard workers who work in different auxiliary shipyard military companies in the north of Spain. Methods: In total, 567 shipyard workers participated in this cross-sectional survey study. The ages were between 19 and 64 (M = 39.36, SD = 10.01), males 82.52%, females 17.48%. We used a survey that included questions about personal and organizational factors such as physical environment, occupational risks, and psychosocial risks, in addition to the job commitment and job satisfaction scales. Results: The results of this study show that job commitment is significantly related to a higher age, lower education, and environmental risk (low vs. high). Furthermore, job satisfaction (high vs. low) and organizational commitment (high vs. low) is related with environmental risk (low vs. high). Job commitment is also higher in workers with a low educational level and older workers. Job satisfaction is lower in workers with a high educational level. Conclusions: This study shows that different personal and environmental factors influence the shipyard workers’ organizational commitment and job satisfaction.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers?

Reig-Botella

Clemente

Detaille

et al. 2022

IJERPH

View full text Add to dashboard Cite

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“…When employees perceive that their organization cares about their wellbeing, provides opportunities for growth and development, and values their contributions, it increases their commitment and loyalty ( Mowday et al, 1979 ). Research has shown that employees who perceive higher levels of organizational support are likelier to exhibit affective organizational commitment, which involves an emotional attachment and identification with the organization ( Ngo et al, 2013 ; Suárez-Albanchez et al, 2022 ). When employees perceive higher levels of support from their organization, it creates a positive work environment, fosters emotional attachment, and enhances their commitment to the organization.…”

Section: Job Involvement Perceived Organization Support and Job Insec...mentioning

confidence: 99%

Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator

Hngoi,

Abdullah,

Wan Sulaiman

et al. 2024

Front. Psychol.

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This study delves into the intricate relationships among job involvement (JI), perceived organizational support (POS), job insecurity (JIS), and organizational commitment (OC), with a particular focus on the mediating role of JIS within the context of the Malaysian private sector. The research delves into the antecedents of job insecurity and organizational commitment, offering insights to enhance commitment. Our study involved 440 employees in the Malaysian private sector, utilizing self-report questionnaires administered online. Notably, our findings underscore the significance of employment flexibility, job positions, and tenure in shaping JIS. Furthermore, we identify significant relationships among the variables: POS negatively predicts JIS, while JI, JIS, and POS collectively predict OC, with JIS partially mediating the POS-OC relationship. These empirically-grounded insights offer actionable guidance for organizations, empowering human resources practitioners to craft effective talent retention strategies and allocate resources strategically. In doing so, organizations can enhance employee productivity and bolster organizational commitment, ultimately contributing to sustained success in a dynamic work environment. These findings hold valuable implications for human resources practitioners, guiding the development of talent retention strategies and resource allocation to enhance employee productivity.

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“…Third, studies from Bayode and Duarte (2022), Mascarenhas et al (2022), Rahaman et al (2022); Suárez-Albanchez et al (2022); Swaroop and Dixit (2022) have highlighted that it is important for the firms to engage the workforce as it leads to positive psychological and behavioral consequences. Fourth, underpinned by SDT, it could be concluded that the mediation effect of work engagement between the BBSC system and the salesperson’s job outcomes will be developed due to its affective and cognitive components.…”

Section: Integration Of Variables and Hypotheses Developmentmentioning

confidence: 99%

A new perspective on behavior-based sales control system and salespersons’ job outcomes: an outbound pharmaceutical sales perspective

Khan

Ahmad

Saeed

2023

IJPHM

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Purpose This study aims to investigate the direct effect of the behavior-based sales control system on job outcomes: salesperson’s performance and turnover intentions. The current study also intends to integrate these two streams by conceptualizing work engagement as a mediating variable between behavior-based sales control systems and salespersons’ job outcomes in the pharmaceutical sales context. Design/methodology/approach Data was collected through multi-stage stratified random sampling from a sample of 619 salespersons working in 20 pharmaceutical firms (multinational and national) through self-administered questionnaires. Findings The structural equation model yielded results indicating that the behavior-based sales control system was positively related to salespersons’ work engagement and negatively to turnover intentions while the relationship between the behavior-based sales control system and salespersons’ job outcomes was mediated by work engagement. Originality/value Two relatively separate lines of investigation have appeared in academic literature. The first line centered on sales force control systems and salespersons’ related consequences, whereas the second line of investigation emphasizes work engagement and its consequences. Although both lines are important, a diminutive research effort has been made to join these two different lines of investigation in sales management, specifically, in the pharmaceutical context. Focusing on this, the current research explores the role of an unexplored construct of work engagement in a pharmaceutical sales context. Second, it addresses the need to identify additional mediating variables to clarify the inconsistent relationship between sales control systems and job outcomes, such as job performance and turnover intentions.

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Organizational support and turnover intention in the Spanish IT consultancy sector: Role of organizational commitment

Cited by 18 publications

References 74 publications

Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers?

Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers?

Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator

A new perspective on behavior-based sales control system and salespersons’ job outcomes: an outbound pharmaceutical sales perspective

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